Understanding the Skills Gap: A Barrier to Growth
The skills gap refers to the disparity between the skills employers require and those that employees possess. This gap poses a significant barrier to growth for organisations, as it can lead to decreased productivity, lower innovation rates, and difficulty in meeting market demands. According to Oxford College, “Almost three-quarters (72%) of organisations say that a skills shortage has led to an increased workload for other staff, and 78% say they are experiencing reduced output and profitability as a result.”
One example of this can be seen in a recent BBC article on snagging in new homes, which cited a pair of inspectors who “believe a lot of the snags they find are as a result of skills gaps in traders, a feeling echoed by the building trade.” Meanwhile the Chief Executive of the Construction Industry Training Board reckons that the Labour Government’s pledge to build 1.5 million homes will require over 150,000 more skilled construction workers. Clearly, then, the skills gap is not only a concern for individual businesses but also affects the overall economy.
As industries evolve and new technologies emerge, the need for skilled workers becomes even more pressing, making it critical for companies to address this issue proactively. As Grant Thornton highlight, “rapidly advancing technology is putting businesses under increasing pressure to acquire the advanced digital skills required to support developments such as artificial intelligence (AI), automation and blockchain technology, while the education system is struggling to keep up with the needs of the modern economy.”
The Role of Mentoring in Developing Essential Skills
Mentoring plays a vital role in developing essential skills by providing employees with personalised guidance and support from experienced professionals. Through one-on-one interactions, mentors can help mentees identify their strengths and weaknesses, setting them on a path toward skill enhancement.
Additionally, mentoring fosters a culture of continuous learning and knowledge sharing within organisations, ensuring that skills are not only developed but also retained and passed on, thereby creating a more capable workforce.
This can prove challenging to address however, with The Access Group for instance noting the fact that, “getting the balance right between older generations whose roles are more likely to be displaced as a result of digital disruption, and the younger generations to whom the ‘job for life’ concept is entirely alien is a challenge when it comes to addressing skills gaps, that a well-designed upskilling and reskilling programme must overcome.”
Mentoring is uniquely placed for addressing these concerns, with well conducted programmes being the ideal meeting ground for these factions. The focus on internal talent usage and development is a vital step for closing the skills gap, in a way which creates an ongoing cycle of expertise sharing through mentorship. Organisations will be more likely to retain their talent, as well as proving themselves more attractive to new prospects.
Creating a Successful Mentoring Program: Best Practices
To create a successful mentoring program, organisations should first define clear objectives that align with their business goals. This includes identifying the specific skills that need development and the target audience for the mentoring initiative. Being clear on goals, guidelines and expectations from the start is vital for ensuring that participants can confidently engage with the opportunity.
Furthermore, pairing mentors and mentees based on complementary skills and goals is essential for effective learning. It is crucial to provide training for mentors so that they can fully embrace their role and are equipped to adapt to mentee’s learning styles as they approach challenges. The Mentoring School offers sector specific mentor training for individuals and organisations, as well as guidance for establishing their own internal training system.
Establishing regular check-ins and encouraging feedback can also enhance the programmes’ effectiveness. This allows organisers to closely monitor the progress of the mentorships, making sure that all involved are in fact benefitting from the arrangement and wish to continue. Additionally, being able to track responses over the course of the programme will greatly help with analysing the outcomes and projections for model scaling.
Real-World Examples of Mentoring Bridging the Skills Gap
Numerous organisations have successfully implemented mentoring programmes that address the skills gap. For example, ECITB runs their annual Project Management Mentoring Programme, where “qualified and experienced project practitioners ‘mentor-forward’, sharing their wisdom and guidance with less experienced project professionals to accelerate their performance and careers.”
Since 2014 this has greatly improved the skills, knowledge and experience of project managers for engineering construction across a wide range of sectors such as energy, water treatment, pharmaceutical and more.
Another example is the healthcare sector, where mentoring programmes are used by the NHS across the UK in order to enhance innovation and performance. Head nurses mentor new starters, as well as their wider teams, to ensure clinical skills and standards are shared. Communication leads mentor others across multiple departments, in order to impart skills on issues such as social media policies, patient complaint management, and incident response guidelines.
Measuring success: Evaluating the Impact of Mentoring on Workforce Development
By identifying the specific goals of the programme from the start, it is easier to focus on the relevant data points that define success. To evaluate the impact of mentoring on workforce development, organisations can use various metrics such as employee retention rates, job performance indicators, and skill assessments before and after participation in mentoring programmes.
Additionally, gathering feedback from both mentors and mentees can provide valuable insights into the effectiveness of the programmes and highlight areas for improvement. By continuously assessing these factors, organisations can ensure that their mentoring initiatives remain relevant and impactful. This is particularly important when considering scaling up a programme and troubleshooting for long-term maintenance.
To find out more about how mentoring could help address skills gaps in your organisation, take a look at our current courses